- Acknowledge the absent worker’s condition (i.e., the immediate supervisor believes the problem is real), adopt an empathetic and receptive attitude, offer work accommodations, and reduce pressure and expectations on the worker during the RTW process (Lemieux et al., 2011)
- Participate in the prevention of occupational health problems by identifying risk factors in the environment and implementing preventive measures (St-Arnaud and Pelletier, 2013)
- Participate in the analysis of RTW plans to identify prevention practices (St-Arnaud and Pelletier, 2013)
- Involve the co-workers, with the worker’s authorization, by explaining to them that, upon his/her return, the worker will have reduced abilities that will justify accommodation measures (Lemieux et al., 2011) and consider the impact of the accommodations on the co-workers’ work (St-Arnaud et al., 2011)
- Prioritize and distribute work tasks among the work team during the employee RTW (Tjulin, MacEachen, Stiwne, & Ekberg, 2011)
- Focus on a participatory management style, delegation, constructive feedback, mentoring and coaching (NICE, 2019)
- Learn about the organization’s attendance management procedures and RTW program (Corbière et al., 2020)
- Take note of the organization’s sickness absence management model and its associated values. Implement them. (Corbière et al., 2020)
- Follow organizational policies and procedures regarding sick leave while maintaining a certain flexibility depending on the worker’s situation (Corbière et al., 2020)
- Notify specific working conditions or workplace conflicts that may have triggered this absence in order to receive the required assistance and support from the organization (Corbière et al., 2020)
- Consider, if necessary, organizing work climate monitoring meetings with the entire team (e.g., workload, communication, interpersonal relationships) (Corbière et al., 2020)
- Monitor the evolution of work attendance for the workers of the team, especially for those who have already been on sick leave (Corbière et al., 2020)
- Inform and prepare team members for the worker’s RTW process (Corbière et al., 2020)
- Prepare team members to support the worker in the RTW process by providing them with the necessary resources (both material and human) (Corbière et al., 2020)
- Support the worker and his/her colleagues by listening to them throughout the RTW process (Corbière et al., 2020)
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